The Wake Up Eager Podcast

Overview of Episode #60 ---

• What facilitative leadership is, why it matters had to TAFA.
• Why encouraging disagreement is good and understanding the reasons for conflict and strategies for working with each.
• An actionable tip that will help you inspire and lead better immediately.
• Why being a meeting snob is a good thing – and how to become one!
• What the formula: ED = RD X CD means and why you want to use it.
• Learn about the different "people" inside of Michael, his journey and more…
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/facilitation

Timing on Recording: @ 9:53 ---

Topic 1:Welcome Michael Wilkinson; What is Facilitative Leadership and Why Does it Matter Today More Than Ever Before?

• Great leaders recognize their role is to make it easy for their people to be effective.
• A facilitative leader, they understand the core concept of addressing the problem.
• A facilitative approach means getting the people who are going to be impacted by the decision involved in creating the decision.
• If we get other people involved in decision-making we are going to have a better decision.
• Even if your input isn't taken, you had a chance to share and understand why the decisions were made.
• Leaders need to understand that disagreement isn't bad. In fact, disagreement is good.

Timing on Recording: @ 16:00 ---

Topic 2: Three Reasons People Disagree.

1. Lack of shared information.
2. Disagreement about values and experiences.
3. Personality, past history or other outside factors.

Timing on Recording: @ 23:09 ---

Topic 3: Eight Core Practices of Facilitative Leaders.

1. Start with the why, engage with the how.
2. Understand and empower.
3. Communicate in their language, not yours.
4. Connect first, correct second.
5. Equip for success, monitor for results.
6. Engage conflict, encourage disagreement.
7. Drive strategic thinking throughout the organization.
8. Start, execute and close every meeting masterfully.

Timing on Recording: @ 42:01 ---

Topic 4: Five Cs of Trust: The Trust Triangle.

1. Competence.
2. Communication.
3. Commitment.
4. Care about you.
5. Character.

Timing on Recording: @ 46:30 ---

Topic 5: Three Types of Behavior Issues.

1. Awareness.
2. Skill building.
3. Will issue.

Timing on Recording: @ 48:33 ---

Topic 6: How to Start, Execute and Close Every Meeting Masterfully.

• Who are the participants?
• What process are you going to use?
• What products do you want to come out of the meeting?
• What is the purpose?

Timing on Recording: @ 58:24 ---

Topic 7: Who Has Most Influenced You in Your Life?

• I dedicated my book to the 14 people who over my lifetime have most influenced my development as a leader in order of appearance in my life.
• My Mom.
• Reverend Randy.
• My 9thGrade English Professor who gave me a D.
• Ken Blanchard.
• Ann Herrmann of The Herrmann International.

Timing on Recording: @ 1:02:38 ---

Topic 8: Books or Training Sessions Have Been Instrumental in Your Development?

• The Advantage by Patrick Lencioni.
• Start With the Why, Simon Sinek's work.
• Bill Treasurer's work, Right Risk: 10 Powerful Principles for Taking Giants Leaps with Your Life.
• Growing Pains: Building Sustainably Successful Organizations by Eric G. Flamholtz and Yvonne Randle.

Timing on Recording: @ 1:05:24 ---

Topic 9: What Are Some of Your Favorite Things That You Do; Mind, Body, Spirit? To Wake Up Eager?

• The different people inside of me: James, Carl, Michael and Mikey.
• The big key is to choose who drives the bus.

Timing on Recording: @ 1:15:53 ---

Topic 10: Getting to Know Michael Wilkinson.

• Where did you grow up?: DC projects.
• How did you get into the facilitation world?: Over a 14 year career moved from IT to running facilitation sessions.
• What's your favorite guilty pleasure TV show?: Love Island.
• What advice would you give your 25 year old self?: "Just believe you can and be fearless and don't be afraid of mistakes."
• If you could put a billboard anywhere, what would it be?: So you'd see people inside of a company working on something, clearly being productive and laughing and really you see the energy, but you also see the results coming in this one picture and the words, "The secrets of facilitation, it works."
• What would be your one last bit of wisdom or advice that you would like every listener, leader, person listening to this to think about and know in regard to taking a facilitation approach?: Secrets of facilitation, it works.
• Also, ED = RD X CD. An effective decision equals the right decision times the commitment to the decision.

Overview of Episode #59 ---

• Why TTI SI is committed to sharing the Science of Axiology with the world.
• How to use this science to change and grow, and upcoming updates, what's next for TTI SI's Acumen report.
• Gain insights from a super busy Executive, husband and father, his favorite books, tips and inspiration.
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/rick

Timing on Recording: @ 6:13 ---

Topic 1: Welcome Rick Bowers; How You Became Aware of Robert S. Hartman's Work; Why Did You Decide That This Is a Tool You're Interested in Learning More About and Bringing It to People; Why Have You Continued to Stay Committed to It.

• It is getting inside someone's head, understanding how they think, and people are so complex that you just can't look at a person from just DISC or just from a couple assessments, you really have to have this complete picture of the individual and understand what's going on and where are their filters, what's going on in their brain.
• The Hartman tools give us the ability to understand how people look at the world and how they look at themselves.
• It is tough to look and assess a person without looking at everything, including the Axiology, Hartman's work.

Timing on Recording: @ 10:05 ---

Topic 2: When You Use the Tool, How Have You Used it Within the Organization? How is It Used Across the Country? Across the World.

• We use it with every internal hire.
• When we're bringing in Chief Marketing Officers and VPs of people, different people at that level, you really have to truly understand how they think.
• World view vs. Internal view.
• Business is off a little bit this year, but the training and the development business is up because organizations have been hiring people without assessments over the last 12 months because they needed a person, and now they're having problems within the organization because they didn't make that connection, they did not use Acumen.
• If you don't match the person to the job, you're going to have issues as you go forward.

Timing on Recording: @ 13:38 ---

Topic 3: How Has Hartman's Work Impacted Your Life?

• You start to look at things very differently.
• Intrinsic, Extrinsic and Systemic.
• Hartman's work is a mental mind map that is so powerful personally and professionally.

Timing on Recording: @ 16:46 ---

Topic 4: What Do You Say to Consultants Who Are Struggling to "Bring it all together?"

• Use Axiology at the level that you're comfortable with.
• Focus on three main things: The people piece, feeling, the doing or practical piece, and then the systems or thinking piece.

Timing on Recording: @ 18:48 ---

Topic 5: What Do You Think the Future of Hartman's Work Is? Do You See Changes in the Tools?

• There's so much opportunity, there's so much potential for growth and expansion.
• The Hartman Institute's goal is to change the world for the better.
• Get more business-minded people into the Hartman Institute.
• Update training recertification.
• Updated Dimensional Balance page.

Timing on Recording: @ 28:02 ---

Topic 6: Who Has Most Influenced You in Your Life and Career? Who are They, What Do They Say and Do? What Was Most Useful?

• My Dad.
• He led by example.
• Really exuded that, "People first," kind of mentality.

Timing on Recording: @ 30:39 ---

Topic 7: What Books, Training Programs, What Kind of Things Have Been Instrumental to Your Development?

• Simon Sinek Book: Start With Why
• Verne Harnish Material
• Book:Rocket Fuel: The One Essential Combination That Will Get You More of What You Want from Your Business
• Book: The 4 Disciplines of Execution

Timing on Recording: @ 32:33 ---

Topic 8: When You Think of the Word Successful, Who's the First Person That Comes to Mind?

• Jeff Bezos from Amazon.
• "How can we make it easier for our customers to buy?"
• "How do I make it easier?"

Timing on Recording: @ 36:27 ---

Topic 9: What Are Some of the Things That You Do That Regularly That Help You Have More Wake Up Eager Days?

• It's all about routine.
• Clean living.
• Protein shake in the morning.
• Clear your glass, taking a step back visualizing some of the better times that you've had, just have to get it out, and let people know what you're feeling.
• 2-3 physical workouts per week.

Timing on Recording: @ 42:46 ---

Topic 10: Getting to Know Rick Bowers.

• Your favorite guilty pleasure TV show: Chicago PD, Chicago Fire, Chicago Med.
• Your favorite possession: Cars (Camaro, Porsche Cayenne, Audi Spider).
• Advice you would give you 25 year-old self: "Every mistake is an opportunity to learn. Don't be defensive."
• If you could have a billboard anywhere, what would it say?: "Chase your dreams, not the competition."
• Last bit of wisdom, advice that you want everybody who's listening to take away: You can't fill an intrinsic hole with extrinsic or systemic dirt.

Overview of Episode #58 ---

• How Robert S. Hartman's work provides a moral foundation; better understanding of the depth and breadth of Hartman's work.
• The two ways the Science of Axiology helps us know, grow, choose and give more of ourselves.
• Gain insights, books, tips and inspiration about living on purpose..
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/cliff

Timing on Recording: @ 11:10 ---

Topic 1: Welcome Dr. Clifford Hurst; Talk About Robert S. Hartman's Work, How You Came Across It and Why You Are Committed to Sharing it With Others:

• In 2002, TTI introduced me to the Hartman Value Profile, the assessment was very accurate.
• When I started using the Hartman Value Profile, I thought it was magic, it's like the mass just melted away and people got very real, very quickly.
• I started using the assessment but did not know where the information came from, I thought, "I better learn more about where this came from."
• I wanted to become a more theoretically grounded consultant.
• Hartman was to me a polymath, someone who knows a whole lot about a lot of things. And I look back at my own career and I look at a lot of people who are using the instrument as consultants. If the only thing you're doing is the instrument, you're leaving a lot of richness off the table because Hartman was so thoughtful about so many different things that the theory of Formal Axiology is much richer than the instrument itself.
• The stuff started by Robert S. Hartman in 1958 has created $7 trillion of personal wealth in America, and most people don't know that came from Hartman.

Timing on Recording: @ 20:18 ---

Topic 2: How Would You Explain to Someone How this Science Lends Itself to so Many Disciplines?:

• It is the Science of Value of Morals.
• Let's say a business is only about making money, but it should be about the human good, and the good of everyone involved in that, the science reframes a lot.
• Book: From the Neck Up bySteve Byrum.
• Today's young people more than anything else don't want just a job when they graduate, they want to find meaning in their own lives and they want to make a difference in the world through their work. I believe Hartman's theory allows us to honor that ambition.
• Balance of systemic, extrinsic and intrinsic.
• Hartman's theory provides a balanced perspective to your cognitive habits and provides a moral foundation to what we ought to be doing in the world.

Timing on Recording: @ 30:54 ---

Topic 3: Two gifts that the Hartman Value Profile Gives People:

• One: It gives you the ability to bring to conscious awareness all patterns that you've had held subconsciously, these things that we don't know about how we think.
• What are your habitual realities? Without the Hartman Value Profile, we don't know what our habitual thought patterns are.
• Two: It brings to conscious awareness are called cognitive horizons, how far can you think, what are the limits of your cognitive processes? It gives us a language with which to understand it.
• All understanding is linguistic; we can't process stuff if we don't have a language with which to process it.

Timing on Recording: @ 33:21 ---

Topic 4: Other Ways Hartman's Work Has Impacted Your Life:

• Hartman, "There are only four steps to a successful life. Number one, know yourself. Two, choose yourself. Three, grow yourself. And four, give yourself to something greater than you."
• My mission is to help my students to know themselves, choose themselves and give yourself to something greater than you.

Timing on Recording: @ 34:27 ---

Topic 5: What Would You Say Was Most Challenging For You Along the Way on this Journey to Where You Are Today?:

• False starts.
• Choosing yourself.
• You have to know who you are to choose it.
• "The most important days in your life are the day you were born and the day you find out why." – Mark Twain
• Intrinsic Valuation of the Self.

Timing on Recording: @ 49:33 ---

Topic 6: Are There Additional Books or Training Programs That Have Been Instrumental in Your Developments?:

• Doctoral training at Fielding Graduate University.
• Workshops by Christina Thomas Fraser called The Inner Light Intensives.
• Book In Tune With the Soul.

Timing on Recording: @ 50:55 ---

Topic 7: When You Think of the Word Successful, Who's the First Person That Comes to Mind?:

• Carl Rogers – How it took 30 years for his work to become mainstream.

Timing on Recording: @ 52:23 ---

Topic 8: What Do You Do Regularly to Create Your Own Wake Up Eager Days in Mind, Body and Spirit?

• Mind: Reading an hour a day enriches my mind.
• Body: Have lost 20 pounds so far, halfway to my goal. Book: Wheat Belly
• Spirit: My wife, My spiritual practice Self-realization Fellowship (Yoga), My hobby: spoon carving.

Timing on Recording: @ 59:45 ---

Topic 9: Getting to Know Dr. Clifford Hurst.

• A funny story your family tells about you: 5 year-old, "Nobody likes stupid people."
• Advice you would give you 25 year-old self: "Be yourself, everyone else is taken." Oscar Wilde
• If you could have a billboard anywhere, what would it say?: "The two most important days in your life for the day you were born in the day you figured out why." Mark Twain
• Last bit of wisdom, advice that you want everybody who's listening to take away: Remember those four steps to a successful life; Be yourself, choose yourself, grow yourself, and give yourself to something more important than you.

Overview of Episode #57 ---

• Understanding Others – Indications of Weakness and What A Master Looks Like.
• How to Determine Expertise in Candidates and Employees.
• Seven Interview Questions to Determine if They Have It.
• Coaching Tools to Grow – Car Analogy Model, Assessment Science and Five Practical Exercises.
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/understandingothers

Timing on Recording: @ 10:47 ---

Topic 1: What It Means to Understand Others.

• Having the capacity to perceive and understand the feelings, attitudes, and individuality of others.
• Robert Hartman - Intrinsically valuing other.
• What transactional relationships are.
• "I'll forget what you said or forget what you did, but I'll never forget how you made me feel." Maya Angelou

Timing on Recording: @ 16:07 ---

Topic 2: How to Know if You Are Someone Who Has Master Skills Associated with Understanding and Evaluating Others.

• TriMetrix Assessment.
• Feedback from others.
• 360 feedback.

Timing on Recording: @ 18:15 ---

Topic 3: Interview Questions if Someone Scores Low on Understanding Others.

• Describe ways you are able to show others you care about them, yet do not compromise the needs and requirements of the overall organization.
• If we were to talk to past clients and past managers, how would they describe your listening skills? Would your past clients describe you as a good listener? What specific examples can you provide that demonstrate this?
• What do you do to understand a client or prospect's or employee's behavior, motivations and feelings?

Timing on Recording: @ 20:15 ---

Topic 4: Development Tools to Better Understand a Person and Perceive and Understand Who They Are as an Individual.

• Car Analogy:
  • Roads traveled, current location and future destination.
  • Under the hood; horsepower.
  • Gas in tank.
  • How you like to drive.
  • Where you are parked.
• Job dashboard.
• Triad.
• Side-by-side report.
• Examples of how the model can help you understand people and their individuality, where their strengths are, where their development opportunities are, where you might want to focus to help them the most and how you can use the car analogy model to value and see the full person.

Timing on Recording: @ 44:31 ---

Topic 5: Coaching Actions that You Can Take.

• Focus on investigating another person's perspective.
• Ask open-ended questions.
• Practice listening.
• Make a commitment to improve.
• Take time to have informal chats with people.
• Don't talk about yourself.
• Show genuine interest and be present.
• Practice the simple things, "Please and thank you," every time you ask somebody to do something.
• Give a public thank you to someone who has helped you.
• Do a better job of valuing people.
• Create a list of the people you work with, then create a little table and then evaluate your relationship on a scale of 1-5, what's the best, what's the worst? Set some goals with these people.
• Feed forward tool.

Overview of Episode #56 ---

• What every employee wants to know before they will fully engage.
• The three main reasons for conflict.
• 10 (+1) Practical Talent Insights Assessment Facilitation and Debriefing Tips.
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/talentinsights

Timing on Recording: @ 8:06 ---

Topic 1: When we think about working with a group and we think about giving assessments, there's a couple of things to keep in mind.

• We want to reduce resistance, make sure they want to participate.
• Conflict, three main reasons why it happens.
  1. Miscommunication.
  2. Different values or interests.
  3. Past histories.
• Strength projection.

Timing on Recording: @ 15:48 ---

Topic 2: Five Areas of Job Fit.

• Car Analogy
  • Background and experience; Roads traveled, destinations you have been to and destinations you want to go.
  • Culture of the organization; Where they are parked.
  • Thinking and feeling patterns; What's under the hood; Horsepower.
  • Motivators; What puts gas in your tank and makes you want to go.
  • DISC; How they behave; How someone drives.

Timing on Recording: @ 20:38 ---

Topic 3: 10 (+1) Tips for Starting Strong; What to do Before Starting a Training Session.

1. Four things to communicate prior to any session:
   1. Logistics.
   2. How the information is going to be used.
   3. Confidentiality and the things that people are thinking and feeling about having a training session with the team.
   4. Why this project is important.
2. Share reminders about what the assessment is measuring and what to do with the report.
3. Have some type of debrief prior to the team meeting.
4. How to pen the session; Favorite key icebreakers.
   • I.E.E.I - Introduction, Excitement, Empower, Involve.
   • Opening questions: "The well-known person I've never met before but would like to have breakfast with is? And here's why. And the person who has most influenced my life is, and here's why."
   • Team question: What is the most effective team that you've been a part of and why was it so effective?
   • Share tweetable comments about what you thought of your assessment, positive or negative.
5. How to debrief Motivators.
   • Use of tent cards.
6. Understanding the team Motivators wheel.
7. How to debrief the DISC.
8. Understanding the team DISC wheel.
9. Favorite exercise for sharing.
   • Share Communication Do's and Don'ts.
   • Team Effectiveness Strength Bombardment Exercise
10. Closing strong.
    • Review what was discussed and capture key points.
    • Missing Links Exercise.
    • Star Light, Star Bright Exercise.
11. Follow-up strategies for impact.
    • Talent Tracker

Overview of Episode #55 ---

• Maslow's law of the hammer, a cognitive bias that involves an over-reliance on a familiar tool.
• What DISC is and specific examples of how it can be weaponized.
• Using the car analogy, the five areas of job fit and performance and TriMetrix.
• The power of acceptance and being a great teacher and leader.
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/weapon

Timing on Recording: @ 3:20 ---

Topic 1: What is the DISC Assessment?

• Popular online assessment tool used all over the world. (Over 40 million people have taken it!)
• Based on four Communication Styles that match the letters: D, I, S, C. Each Communication Style represents different observable behavioral and communication tendency.
• Overview of the styles (Most people are a mix of styles):
  • D – Dominance
  • I – Influence
  • S – Steadiness
  • C – Compliance
• Highlights of the DISC Assessment: Your DISC Communication Style Strengths; Blind Spots; "Do's and Don'ts" for Communication; Your Ideal Work Environment; Other's Perceptions of You; Tips on how you like to be managed; What motivates you; How you come across to others and more!
• A great tool to use with teams to help people understand and appreciate different styles, different interests, so that they can work together more effectively.
• Builds self-awareness and how to value differences.
• Quick and easy to understand.

Timing on Recording: @ 6:37 ---

Topic 2: Examples that Demonstrate the Over Application and Weaponizing of the DISC Assessment.

• Consultant with a new CEO planted concern and worry about each one of the new team members.
• "Dave is not assertive enough to be the Sales Manager."
• "Karen shouldn't be in charge of Accounting, she's not detail-oriented."
• About the Human Resource Manager, "I'm not sure she's people-oriented."

Timing on Recording: @ 9:32 ---

Topic 3: How to Alleviate the Over Application or Weaponizing of DISC.

• Help clients understand there are other factors of performance, we do that through a car analogy.
• DISC is how you drive; it's what you see.
• Gas in the tank; what are you motivated by, what makes you want to go, fills your tank?
• Under the hood; Horsepower; Acumen, your personal skills, your level of ability to work well with others or the ability to take responsibility for mistakes, etc.
• Roads traveled; Where you have traveled, experience and future plans, where do you want to go?
• Where you're parked; What is the culture, what is the team, what is the environment?

Timing on Recording: @ 12:29 ---

Topic 4: Looking at the Examples that Demonstrate the Over Application and Weaponizing of the DISC Assessment through the Car Analogy.

• Dave: Even though his style is not direct and assertive, his interests are, what puts gas in his tank. And his personal skills, the horsepower, he scored well-developed in all 25 personal skills. His horsepower and what puts gas in his tank is a match with the position. Roads traveled, Dave had been in the industry his entire career. Where you are parked, culture, team, Dave's team respected him, were inspired by him and he helped keep the company moving.
• Make sure to look at the Five Areas of Job Fit.

Timing on Recording: @ 20:05 ---

Topic 5: Definition of Weaponizing and More Examples.

• Weaponizing is a broad term with respect to the degree of harm the weapon is meant to cause. It may be designed to cause character assassination, so confusion or otherwise dis- or misinformed people.
• "Those quiet people are too slow and they're not fast and smart like we are, they drive me crazy."
• "I could never work with her, she's too talkative and too damn enthusiastic. She needs some coaching."
• "Us high I's and D's have to stick together."
• "Oh, we're the same or you're different from me, so I couldn't work with you."

Timing on Recording: @ 25:31 ---

Topic 6: Accuracy of Sciences.

• One Science – 60% accurate.
• Two Sciences – 74% accurate.
• Three Sciences – 94% accurate.
• The Department of Labor says, "Use at least three tools and then use it for less than 30% of your decision."

Timing on Recording: @ 28:29 ---

Topic 7: Hiring Decision Recommendations.

• The Department of Labor says, "Use at least three tools and then use it for less than 30% of your decision."
• When working with teams, I recommend that the company use the DISC and motivators, it's called the Talent Insights Assessment, it give you a better result in building trust and having the team better understand each other. DISC and motivators, when using it in a developmental manner or in a team manner, can to help people.
• One-page tool called a Talent Tracker; there are wheels that plot people where their style is located. You know where their teammates are located on the wheel and how they like to communicate. You can start to move out of judgment.
• Go from judgment, to understanding, and then from understanding to appreciation and valuing.
• Build trust.
• Value.
• Acceptance.

Timing on Recording: @ 34:03 ---

Topic 8: Top Takeaways.

• When taking the DISC assessment, look for your strengths and your blind spots, and look for the strengths and values others bring in their style and their behaviors. Use it to build love and acceptance, not to be used as a weapon or judgment, or "I know something about you that you don't know."
• Couple the DISC assessment with the Five Areas of Job Fit.

Overview of Episode #54 ---

• How SSOG helps organizations know what they need to do to grow – The components involved.
• Understanding the keys to strategic growth and successful strategy.
• Sharing Laurie and John's influences, favorite books, key tips for planning and more…
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/beekeeper

Timing on Recording: @ 6:46 ---

Topic 1: Going from watchmaker to beekeeper, what does it mean and how does it relate to business and the work around the Seven Stages of Growth.

• James Fisher story – Watchmaker vs. Beekeeper.
• Watchmaker – Precise, knows exactly what he/she is supposed to be doing.
• Beekeeper – Can sit back and watch their bees/team do their roles and understand their responsibilities.
• Stages of Growth X – Creates dialogue, clarity.
• Unusual dialogue.
• Key indicators.
• Language of growth.

Timing on Recording: @ 11:52 ---

Topic 2: Seven Stages of Growth.

• Built around number of employees.
• One size doesn't fit all.
• Stage One: Startup, 1-10 employees.
• Stage Two: Ramp Up, 11-19 employees.
• Stage Three: Delegation, 20-34 employees.
• Stage Four: Professional, 35-57 employees.
• Stage Five: Integration, 59-95 employees.
• Stage Six: Strategic, 96-160 employees.
• Stage Seven: Visionary: 161-500 employees.
• Four rules that govern the model:
  1. As soon as you land in any stage of growth, you're going to get ready for the next stage of growth.
  2. What you don't get done in any stage of growth doesn't go away.
  3. Time will make a difference.
  4. If you're not growing, you're dying.

Timing on Recording: @34:43 ---

Topic 3: How do you prepare a leader, CEO, for the Seven Stages of Growth? What has to be in place for it to be successful?

• CEO Debrief.
• We try to take the surprise.
• Get the dialogue on the table.
• "It's an organization issue, not a CEO issue."
• Take the CEO out to dinner beforehand and may sure you pay.

Timing on Recording: @ 40:35 ---

Topic 4: Final key points.

• Hidden agents.
• Transition zones: Flood zone and Wind Tunnel.
• Builder Protector Ratio.
• Confident Caution Ratio.

Timing on Recording: @ 49:03 ---

Topic 5: Who has been your biggest influence and how have they influenced you?

• John: My Mother, influenced a thousand different ways.
• Laurie: Parents, Mother teaching the Golden Rule, "Treat others as you would want to be treated." First boss who was caring and good at teaching, didn't let things slide if they didn't go well.

Timing on Recording: @ 53:37 ---

Topic 6: Education, books or training that have been most instrumental in development.

• John: Books: Seven Habits of Highly Effective People by Stephen Covey and Theory U by Otto Scharmer; Training - Target Training International Success Insight DISC and EQ
• Laurie: Master's degree ("Stopped trying to talk to people and I started engaging people in conversations."), John Maxwell Speaking Program, John Maxwell Book The 21 Irrefutable Laws of Leadership

Timing on Recording: @ 59:32 ---

Topic 7: When you think of the word successful, who is the first person that comes to mind?

• John: Supervisor, Truman Brooks ("He was an iron fist, but a velvet glove.")
• Laurie:Business owners, especially business owners who are juggling families and trying to run a business at the same time.

Timing on Recording: @ 1:04:11 ---

Topic 8: Things that you do that helps you create the days that feel good and right for you, mind, body, spirit.

• John: Divide my day into three quadrants; Mentally, physically and soul a spirit, make time for quiet time, 20 minute hard walk.
• Laurie: I always find something positive about the day, exercise, stay active, spend time with family, enjoy working with my Growth Curve Specialist and Strategists Community

Timing on Recording: @ 1:08:27 ---

Topic 9: Getting to know John Garrott and Laurie Taylor.

• What actor would you want to play you in a movie?
  • John: Charlton Heston or Gregory Peck
• What's your favorite possession?
  • John: My horses.
  • Laurie: I don't look at things as possessing them, I look at how I look at things
• Share a funny story that your family tells about you.
  • Laurie: Driving around in my hometown lost.
• Advice you would give you 25 year-old self:
  • John: Enjoy the journey, seize the moment, carpe diem, how do you love?
  • Laurie: save for that rainy day, be true to yourself, know what your values are.
• What would your billboard say? Where would it be?
  • John: A billboard with a picture of me next to Elvis.
  • Laurie: Believe in yourself.
• Your last bit of advice or wisdom that you'd want everybody to take away.
  • Laurie: You do not have to figure it out as you go, there is a model to help you grow your business.
  • John: Pick up the phone and call somebody about Seven Stages of Growth, just begin the conversation.

Overview of Episode #53 ---

• What does an intrinsically-starved employee look like, how does it impact and what to about it.
• Impact of Glassdoor.
• The power of having high interpersonal versatility and how to build it.
• Sharing about Ashley's influences, favorite books, key tips for planning and more…
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/starved

Timing on Recording: @ 6:14 ---

Topic 1: The idea of intrinsically starved employees. What is it? How do you know? What is the impact? Three things leaders can do about it?

• Employees want to know that their work matters.
• Employees want to know how they are contributing/making a difference.
• Employees are looking for deeper connections to their co-workers, leaders and to the company.

Timing on Recording: @ 8:30 ---

Topic 2: How do you know if you have this problem (intrinsic employees)? What's the impact?

• What are others saying about your organization?
• What are your employees saying about your organization?
• Do your employees have the renter's mentality or the owner's mentality?
• Leading indicator vs. lagging indicator.
• How likely are your employees to refer another employee to work here?
• Book: The Ultimate Question.
• Job board: Glassdoor.

Timing on Recording: @15:46 ---

Topic 3: Top 3 things leaders can do for intrinsically starved employees.

• Be real.
• Be intentional about making a personal connection with each employee.
• Share failures.

Timing on Recording: @ 23:04 ---

Topic 4: High Interpersonal Versatility. What is it and how can leaders figure out where they are in this set of words and how can they grow?

• The ability to be a chameleon.
• Use that self-awareness muscle.
• Being okay with your self-awareness information but never allowing any of that to be an excuse for how we behave or don't behave in a situation.
• Have an accountability partner inside of your organization.

Timing on Recording: @ 31:41 ---

Topic 5: Who has most influenced you in your life and career?

• Personally: Aunt Sherry, beauty salons.
• Professionally: VP of Operations of Real Estate company.

Timing on Recording: @ 35:20 ---

Topic 6: What books, training programs, education, what's been most instrumental in your development along the way?

• Book: The Traveler's Gift
• Book: Rocket Fuel
• Book: Four Disciplines of Execution
• Book: Scaling Up
• Book: Dare to Lead

Timing on Recording: @ 38:33 ---

Topic 7: When you think of the word successful, who is the first person that comes to mind?

• My Grandfather, taught me how to be the person that I wanted to be and what success meant from a full picture.

Timing on Recording: @ 41:16 ---

Topic 8: Top things that you do to wake up eager?

• Vision board.
• To Do lists.
• Plan vacations well in advance.
• Workout.
• Family connections and community.
• Plan vacations for the experience.

Timing on Recording: @ 43:27 ---

Topic 9: How do you plan your days? Insights, tips?

• Internal meetings ONLY Tuesdays and Thursdays.
• Accountability and coaching relationship meetings the 2ndand 4thweek of every month.
• Google Time Efficiency button.

Timing on Recording: @ 45:32 ---

Topic 10: Getting to Know Ashley Bowers.

• Actor or actress that would play you in a movie: Sandra Bullock, in particular, The Blind Side.
• Favorite possession(s): Porcelain dolls.
• Advice you would give your 25 year old self: Stop trying to prove yourself.
• Billboard anywhere, where would it be, what would it say: A compass saying, "Most people are good."
• Last bit of advice or wisdom: "Lean into your people."

Overview of Episode #52 ---

• The three things leaders can do to activate greatness in others.
• The power of and how to listen behind the words for emotion and commitment.
• How to get out of the problem so you can find better solutions quicker and how to give more effective feedback.
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/denise

Timing on Recording: @ 6:10 ---

Topic 1: Top three things that leaders and coaches can do more of to activate greatness.

1. Listen for their greatness.
2. Listen for their strengths.
3. Listen for their commitment for the positive intention behind their words.

Timing on Recording: @ 7:14 ---

Topic 2: How does it help you serve others when you take a stand for their greatness?

• When we stretch ourselves, there's going be a point in which we waver or wobble, the key is to not get sucked into the wobble, stay focused and be a reminder of their vision.

Timing on Recording: @ 8:50 ---

Topic 3: How did you get so strong and oriented this way? (Activating greatness) What can others do to change the tendency to say, "I did this wrong?"

• The first thing that comes to mind is what's wrong, what's not working right.
• Your first thought is not always your best thought.
• It's easier with clients than it is with family, positive distance.
• "Your only agenda is that I'm happy and successful."

Timing on Recording: @ 11:26 ---

Topic 4: What are some of the things that you say to yourself or that you help others do to make sure that their agenda is first and foremost?

• You aren't successful if you aren't happy too.
• Don't get sucked into their story of why they can't do something.
• Keep their commitment and their vision in mind.
• Affirm their strengths, even when they don't see them themselves.
• Empower people.
• Clear parameters.
• Set an end result.
• Clear communication.
• The commitment and vision behind the words are more important than the words.

Timing on Recording: @ 16:49 ---

Topic 5: A different way of listening.

• Be absolutely present in the moment. Turn off all the distractions.
• Listen to what they're saying, not what you want to say next.
• Listen with all of you.
• Distinguish between what your head is saying and what your gut or your intuition is saying.
• Appreciate more.

Timing on Recording: @ 30:00 ---

Topic 6: How to get out of the problem.

• You can't be in the energy of the problem and find the solution from there.
• Set a time limit.
• Talk about the problem, complain about it, go neutral and then move towards a solution.
• "Don't want."

Timing on Recording: @ 33:33 ---

Topic 7: Reasons it is hard to listen and activate greatness.

• Super busy.
• Impatient.
• Juggling multiple objectives.
• We have an agenda.
• We're attached to our solution versus being attached to the outcome.

Timing on Recording: @ 35:32 ---

Topic 8: How being humble ties with acknowledging strengths or not acknowledging strengths.

• Opposite of humble: Arrogant.
• Healthy competence.
• But vs. And.
• Ask to give a suggestion.

Timing on Recording: @ 42:05 ---

Topic 9: Secret to affirming strengths while giving feedback on improvements.

• Make a request for change, not a demand.
• Ask permission for feedback.
• Don't use telling language.
• "You're not really serving somebody if you don't also tell them how they can do better."

Timing on Recording: @ 46:38 ---

Topic 10: Who influenced you to your greatness? What did they say?

• Landmark Education Seminar Leader, Doug. He refused to see me as my "little self," and challenged me, he saw me as bigger than my problems.
• Lovingly, but firmly challenge someone.

Timing on Recording: @ 50:49 ---

Topic 11: What books or training programs have been most instrumental to your development?

• Landmark Education training program.
• Coach University.
• Mindset training.
• Teaching of Abraham Hicks.

Timing on Recording: @ 52:55 ---

Topic 12: When you think of the word successful, who's the first person that comes to mind?

• Suzie Price.
• Successful to me, means happy, we can be successful in the terms of the trappings in life, what is our position in life, how much money we're making, all those kinds of things that people typically call success, and for me, success is my ability to move through life happy, doing work that I want to do, making a difference in people's lives and doing it from a space of a happy, energetic being.

Timing on Recording: @ 54:07 ---

Topic 13: Getting to know Denise Hedges.

• Favorite guilty pleasure TV Show: "So, you think you can dance?"
• A funny story your family tells about you: Five year-old open-heart surgery story.
• Advice you would give you 25 year-old self: "Chill out. Trust more. Believe in herself and that it's all gonna be okay. Don't to be so controlling. And get quiet, list more to what's going on on the inside and do less."
• What would your billboard say? Where would it be?: "Believe in yourself, trust in yourself." It would be everywhere.
• Last bit of wisdom, advice that you want everybody who's listening to take away about activating greatness: We are all tempted to go into what's wrong, what needs to be changed? Know that that's a default and comes with this organism called a human being, that's okay, and your first thought is not always your best thought. Put that aside and focus your time and energy on your strengths and what they're doing well, and hold the vision, the end result vision of what you want and what it looks like even when you don't know exactly how you're going to get there.

Overview of Episode #51 ---

• Why and how Business Owner Will Brooks, from The Brooks Group, made a change to better manage his health and well-being.
• How choice and awareness can help you overcome false negative beliefs that drive negative behaviors.
• How hiring good people and trusting them can help leaders and business owners manage their stress and create a life and business they love.
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/stressmanagementips

Timing on Recording: @ 8:48 ---

Topic 1: Welcome; What three things do you do regularly for your mind, your body, your spirit?

• The mind and body is intertwined.
• Workout first thing in the morning. "I tend to be restless and don't have the clarity of thought that I really need in order to do what I do."
• Have a healthy breakfast.
• Have close connections with people outside of work, meet new people, make new connections.
• Put discipline around fitness.
• "I was sick and tired of being sick and tired."
• Things happen gradually. It's gradual to get to where we got to, and it's gradual to get to where we want to be, but by the same token, it's got to be dramatic enough to make a difference/change.
• Be the person you were raised to be. A lot of people talk about a spiritual moment or a moment of clarity, or you just wake up one day and realize you need to do something different, and do something different quick.
• Push yourself out of your comfort zone.
• Don't let your business define who we are.
• Entrepreneurial people who were very focused on building a business need to make sure they are hiring good people and letting go of some of the decisions. Because inadvertently, you can become held hostage by your own business.
• Empowering others can be a very uncomfortable sensation, but can be immensely freeing and gratifying.

Timing on Recording: @ 27:27 ---

Topic 2: How does fitness, eating healthy, making connections that feel comfortable to you outside of work, how does this help you manage your stress? How do you find time to do these things?

• The concept of choice and awareness.
• Focus on awareness and taking a good, hard look at some of the false negative beliefs that drive undesirable behavior.
• Many people are driven by fears or insecurities and as a result, they're always pushing themselves into areas that are unhealthy.
• Structure your day in a way that plays to your strengths.
• Know yourself. "I know I am a morning person."
• It's okay for to live your life the way you want to live it, not according to how you were programmed.
• Structure your day in a way that plays well for you.
• Life is short.

Timing on Recording: @ 31:02 ---

Topic 3: What helped you become more aware and more able to make choices?

• It is about the power of the mind and how we can shape our reality based on what we think of most and what we do most.
• Assessments.
• Idea of self-improvement.
• Looking outside for insight.
• Executive summaries.
• Book – The Four Agreements.

Timing on Recording: @ 33:49 ---

Topic 4: Who has most influenced you in your life?

• I always look to people who have achieved something that I would like to achieve.
• People who have very impressive businesses, that are not held hostage by them.
• You are the average of the five people you spend time with most.

Timing on Recording: @ 35:05 ---

Topic 5: When you think of the word successful, who comes to mind?

• People who have built businesses, that is impressive to me.

Timing on Recording: @ 35:27 ---

Topic 6: Getting to Know Will Brooks.

• Favorite guilty pleasure TV show(s): Historical accounts of wars, Civil War, World War II; House of Cards.
• Favorite possesion: Cars.
• Advice you would give your 25 year-old self: "Be more serious about your career."
• One bit of advice you want every leader or sales professional to take away from our discussion about stress management and checking in daily or recalibrating daily: Hire good people and trust them, step away from the idea of controlling outcomes.